ADA Accommodation and Compliance: Bridging the Gap between Employer and Employee
Avoid Litigation and Complaints Arising From The Denial of Accommodation Requests!
Instructor :
Harold Levy
Webinar ID:
11191
Date: DEC 20, 2024 (FRI)
Start Time: 10 AM PT - 11 AM PT
Duration: 1 Hr.
What you will learn
- What is an Employer’s Obligation to Provide A “Reasonable Accommodation”
- Why Should The Employee Initiate The Request for Accommodation?
- What Should The Process Between Employer and Employee Look Like?
- What is Meant by “Effective and Reasonable Accommodation”?
- What is an Employer’s Obligation to Provide A “Reasonable Accommodation”
- Why Should The Employee Initiate The Request for Accommodation?
- What Should The Process Between Employer and Employee Look Like?
- What is Meant by “Effective and Reasonable Accommodation”?
- What are Some of The Possible Penalties for Noncompliance?
- Most Recent Case Law and EEOC Regulatory Developments
- What Specific Employers are Covered Under This Act and Their Responsibilities
- What Employees Are Covered Under This Act and Their Responsibilities and more..
Course Description
Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.
These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.
The ADA requires reasonable accommodations as they relate to three aspects of employment:
- Ensuring equal opportunity in the application process
- Enabling a qualified individual with a disability to perform the essential functions of a job
- Making it possible for an employee with a disability to enjoy equal benefits and privileges of employment
This interactive webinar explores the issue of what should the process be between employer and employee when trying to accommodate individuals with disabilities while complying with the Americans with Disabilities Act.
Join Now!
Under Title I of the Americans with Disabilities Act (ADA), a reasonable accommodation is a modification or adjustment to a job, the work environment, or the way things are usually done during the hiring process.
These modifications enable an individual with a disability to have an equal opportunity not only to get a job, but successfully perform their job tasks to the same extent as people without disabilities.
The ADA requires reasonable accommodations as they relate to three aspects of employment:
- Ensuring equal opportunity in the application process
- Enabling a qualified individual with a disability to perform the essential functions of a job
- Making it possible for an employee with a disability to enjoy equal benefits and privileges of employment
This interactive webinar explores the issue of what should the process be between employer and employee when trying to accommodate individuals with disabilities while complying with the Americans with Disabilities Act.
Join Now!
Why you should attend
Under the Americans with Disabilities Act, employers who have 15 or more employees are usually required to provide reasonable accommodations. Some state and local laws may require that employers with fewer employees provide reasonable accommodations.
In order to determine what is reasonable, an employer must look at the request made by the applicant or employee with a disability.
Whether or not an accommodation is reasonable will vary according to the position the employee holds, the way their disability affects their ability to do their job, and the environment that they work in.
All companies, employees and applicants for employment that want to learn about who is covered under The Americans with Disabilities Act (ADA), as amended (ADAAA) by should attend this webinar to obtain a clear understanding about their rights, obligations and responsibilities under the law.
Employers need to understand their legal obligations to their employees who request reasonable accommodation under the American with Disabilities Act.
In this interactive webinar, employers will learn how to avoid litigation and other complaints arising from the denial of accommodation requests such as telecommuting arrangements, predictable work shifts, reassignment or transfer, and leaves of absence.
Enroll Now!
Under the Americans with Disabilities Act, employers who have 15 or more employees are usually required to provide reasonable accommodations. Some state and local laws may require that employers with fewer employees provide reasonable accommodations.
In order to determine what is reasonable, an employer must look at the request made by the applicant or employee with a disability.
Whether or not an accommodation is reasonable will vary according to the position the employee holds, the way their disability affects their ability to do their job, and the environment that they work in.
All companies, employees and applicants for employment that want to learn about who is covered under The Americans with Disabilities Act (ADA), as amended (ADAAA) by should attend this webinar to obtain a clear understanding about their rights, obligations and responsibilities under the law.
Employers need to understand their legal obligations to their employees who request reasonable accommodation under the American with Disabilities Act.
In this interactive webinar, employers will learn how to avoid litigation and other complaints arising from the denial of accommodation requests such as telecommuting arrangements, predictable work shifts, reassignment or transfer, and leaves of absence.
Enroll Now!
Areas Covered
- What is an employer’s obligation to provide a “reasonable accommodation”
- Why should the employee initiate the request for accommodation?
- When requesting a reasonable accommodation what should the process between employer and employee look like?
- What is meant by “effective and reasonable accommodation”?
- What are some of the possible penalties for noncompliance?
- Most recent case law and EEOC regulatory developments regarding telecommuting, reassignment, predictable shifts and leaves of absence as reasonable accommodations.
- What specific Employers are covered under this Act and their responsibilities
- What Employees are covered under this Act and their responsibilities
- What Leave is Provided to Covered Employees
- Returning to Work, rights and responsibilities of the employee and Employer
- What is an employer’s obligation to provide a “reasonable accommodation”
- Why should the employee initiate the request for accommodation?
- When requesting a reasonable accommodation what should the process between employer and employee look like?
- What is meant by “effective and reasonable accommodation”?
- What are some of the possible penalties for noncompliance?
- Most recent case law and EEOC regulatory developments regarding telecommuting, reassignment, predictable shifts and leaves of absence as reasonable accommodations.
- What specific Employers are covered under this Act and their responsibilities
- What Employees are covered under this Act and their responsibilities
- What Leave is Provided to Covered Employees
- Returning to Work, rights and responsibilities of the employee and Employer
Who is this course for
- All companies with fifteen or more employees
- Public agencies, including state, local and federal employers, local education agencies (schools)
- Private-sector employers who employed 50 or more employees
- Joint employers and successors of covered employers
- Federal contractors with 50 or more employees
- HR professionals
- Financial Officers
- In-House Counsel
- Affirmative Action/EEO Officers
- All companies with fifteen or more employees
- Public agencies, including state, local and federal employers, local education agencies (schools)
- Private-sector employers who employed 50 or more employees
- Joint employers and successors of covered employers
- Federal contractors with 50 or more employees
- HR professionals
- Financial Officers
- In-House Counsel
- Affirmative Action/EEO Officers
Instructor Profile
U. Harold Levy, BS, M.P.A, President of Levy and Levy Enterprises, is a national and international speaker, trainer, consultant and recognized expert on civil right issues, human resources, leadership and management. Mr. Levy has over 30 years of experience in the profession, most recently as the Eastern Regional Business Enterprise Analyst for the Pennsylvania Department of General Services. Some of his clients include major pharmaceutical corporations, police departments, colleges and universities, state and county government agencies and non-profit organizations.
Mr. Levy has published several articles on topics relating to equal employment opportunity and affirmative action, diversity and inclusion and equity issues, civil rights and human resource issues. A graduate of the Pennsylvania State University, Mr. Levy has a Bachelor’s in International Relations degree, a Master’s in Public Administration degree and is a certified mediation counselor.
Mr. Levy is the recipient of many awards including the prestigious Administrative Service Award at the University of Minnesota Duluth, and the Tri State Consortium of Opportunity Programs for New Jersey, New York and Pennsylvania.
